A Recent Shift in Employer Perspective Regarding Hiring in 2024
Posted on April 12, 2024
During this tight candidate market, companies in the Building Materials industry are innovating their recruitment strategies in an effort to build their teams. Recognizing the need for flexibility and fresh perspectives, many employers are casting a wider net, seeking talent outside their industry while investing heavily in training and development.
Expanding the Talent Pool
With traditional talent pools strained, companies are venturing beyond industry boundaries to source potential new hires. This strategic shift allows for the infusion of fresh perspectives and transferable skills. Whether it’s recruiting from adjacent industries like manufacturing or distribution or targeting candidates with complementary skill sets from non-traditional backgrounds, companies are redefining what it means to be a qualified candidate in the Building Materials industry. We’re seeing this in action all the time; for example, we recently had a client hire a candidate who previously worked as an EMT, with no traditional workforce experience, never mind Building Materials knowledge.
Investing in Training
In response to the scarcity of experienced candidates, companies are doubling down on training and development initiatives. Rather than solely relying on hiring individuals with pre-existing industry knowledge, organizations are prioritizing candidates with potential and a willingness to learn. By investing in thorough training programs, companies can upskill new hires and bridge any knowledge gaps, ensuring they become valuable contributors to the team quickly. Some companies are even taking it a step further and creating positions where the entire goal is cross-department training and experience.
Adapting to Change
The unprecedented challenges of the current candidate market require adaptability and innovation. Companies are reevaluating their recruitment processes, streamlining procedures, and embracing technology to enhance efficiency. Leveraging data-driven insights and predictive analytics, employers can identify high-potential candidates and tailor their recruitment strategies accordingly. We’re seeing lots of companies adopt new PI and behavior assessment tools as part of their interview process.
Creating a Culture of Continuous Learning
Beyond initial training, companies are encouraging a culture of continuous learning and development. By providing employees with opportunities for ongoing education, mentorship, and career advancement, organizations can attract top talent and retain them in the long term. This investment in employee growth not only strengthens individual capabilities but also cultivates a culture of growth and progress.
Building teams in the face of a tight candidate pool requires creativity, flexibility, and a commitment to investing in talent. By casting a wider net, prioritizing training, and adopting a culture of continuous learning, companies in the Building Materials industry can navigate the challenges of recruitment and position themselves for sustained growth and success. If you’d like to work with SnapDragon to help with hiring in this challenging market, contact us. To see some examples of our recruiting successes, check out the #SnapDragonPlacement hashtag on LinkedIn.